Emotional Intelligence. Marina Matosic Careers and Employability

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1 Emotional Intelligence Marina Matosic Careers and Employability

2 Outline of session: What is EI?T The key attributes of ET Using EI at work Developing your own EI Rationale: To succeed in work, you need to communicate effectively with your colleagues - and resolve conflict situations calmly and confidently - Catherine Wilks

3 Emotional Intelligence (EI) EI is a different way of being smart. It is about knowing yourself and your feelings so well that you are able to manage them effectively at any moment in any given situation Think of EI as old-fashioned social skills with a 21 st century twist.

4 What is EI? The ability to identify, use, understand, and manage your emotions in positive and constructive ways. It's about recognising your own emotional state and the emotional states of others. It's also about engaging with others in ways that draw people to you.

5 Emotional awareness Emotional denial Expressin g feelings Empathy Sympathy Ignoring feelings Managing Feelings Being logical Being nice Managing relationships Avoiding conflict

6 Humans have two minds One mind that thinks rational IQ One mind that feels - emotional IQ Both intelligences are interdependent Both allow the other to function more efficiently

7 INTELLIGENCE IQ and exam results measure Academic intelligence This is not a reliable predictor of who will succeed in life it contributes just 20% Emotional Intelligence- desire and motivation contributes 80% The complete solution is the head working with the heart David Caruso

8 Personality Type We all have innate emotional patterns These are partially genetic Bold V Shy Upbeat V Melancholy Can be improved with the right experiences and through new learned responses

9 The Biology Powerful emotions can override reasoned thinking and logic The emotional mind reacts quicker than the rational mind Split second reactions automatic responses

10 Sport psychology Successful athletes use vizualarisaton to enable them to create the right internal or mental state i.e. winning gold or breaking a personal best State of flow - harnessing our emotions to achieve superior performance and learning Daniel Goleman

11 Mayer & Salovey s Four Branch Model of Emotional Intelligence Manage emotion Understand emotion Use emotion to facilitate thought Perceive emotion

12 Perceiving Emotion

13 The ability to understand the emotions, needs, and concerns of other people; pick up on emotional cues; feel comfortable socially; and recognize the power dynamics in a group or organization. Key Attributes of EI Emotional coaching The ability to recognize your own emotions and how they affect your thoughts and behaviour; know your strengths and weaknesses; and have self-confidence Relationship management Emotional Management The ability to develop and maintain good relationships; communicate clearly; inspire and influence others; work well in a team; and manage conflict. Selfawareness Selfmotivation Marshalling emotions in order to reach goals, selfcontrol and self-discipline, delaying gratification and stifling impulsiveness The ability to control impulsive feelings and behaviours; manage your emotions in healthy ways; take initiative; follow through on commitments; and adapt to changing circumstances

14 Spot the unhappy face

15 Questionnaire

16 People with high EI: Label their feelings rather than labelling people or situations Distinguish between thoughts and feelings Take responsibility for their feelings Use their emotions to help make decisions Practise mindfulness Listen effectively - facilitates emotional learning and relearning

17 And.. Show respect for others feelings Feel energised not angry Validate others feelings Practise getting a positive value from their negative emotions Don t advise, command, control, criticise, blame or judge others

18 EI AT WORK WHY IS IT IMPORTANT?

19 At work people spend time and energy: : Protecting themselves from people they don t trust Avoiding problems they are afraid to broach Tiptoeing around performance issue Pretending to accept decisions with which they don t agree Accepting jobs and assignments they don t want Withholding r opinions and insights

20 Employers value EI as it: Increases performance and productivity Improves leadership capabilities Talent management invest training resources in those with high EI Enhances teams Resilience (outcome of EI) is a priority area for business

21 Centrica Graduate Recruitment Exceptional leadership is not a factor of job title or level of seniority but of attitude, behaviours and a desire to take responsibility. It is about having a goal, the courage to follow it and the tenacity to take people on the journey with you. Sam Laidlaw Chief Executive, Centrica

22 "Leadership is a big part of our trainee scheme in terms of decision making and taking responsibility for persuading others to your way of thinking. I guess the ultimate aim for Next is to recruit future leaders of our business - we simply do not look for good trainees. Instead we look at a candidate's potential to make it beyond Trainee Level. It s fair to say that we look at leadership very early on during the recruitment process and the evidence to prove it is absolutely necessary for our business to grow stronger than ever."

23 John Lewis Leadership Behaviours Candidates are assessed against our Leadership Behaviours. These behaviours are centred around the business goals of achieving: strategic vision, transformational change, profitability, and competitiveness Sets vision and direction Shows strategic agility Drives performance Takes decisive action Works across boundaries Acts with courage

24 Employers want employees who are: Effective in n social interactions Capable of understanding people Are heard and get help when they need it Can process the non-verbal as well as verbal messaged of others Take responsibility for their actions

25 Key Attributes sought Conflict Resolution Management Self- Motivation Building rapport Leadership Communicate effectively Team Work Problem solving 25

26 Evidence Leadership Management Motivation Problem Solving Teamwork Academic Part time work Volunteering Internships Student Union Activities Travel Course Rep

27 CASE STUDY

28 Jane and Angie are both administrators working in a university. Jane Use has of noticed case that studies over the last few weeks Angie has been doing less than her fair share of the work. Jane has been getting increasingly angry about this, but has kept this to herself. One day Angie says that she can t finish a particular task as she needs to leave early; she asks Jane to finish it for her. Jane explodes with anger and shouts at Angie You are so lazy! Why should I keep doing all the work? Angie bursts into tears and runs out of the office. Work in pairs to analyse the case study. What were the emotions involved? Could the event have been handled differently for a more positive outcome?

29 Why develop your emotional Intelligence? Can become more productive and successful at what you do Research shows that emotional intelligence is one of the strongest predictors of professional success, or lack of. Businesses are increasingly listing emotional intelligence competencies as essential criteria in the person spec for employing new graduates. A study of hundreds of executives at 15 global organisations, including Pepsi, IBM and Volvo found that two thirds of the competencies deemed essential to success were emotional competencies!

30 21 st Century Career Emotional Capital Required Vertical to horizontal structures Relationships of trust Less tried and tested, more innovation & change Lean and mean organisations Increased diversity, new equality legislations Job for life to o employability i.e. managing your own career Flexibility & creativity Stress resilience Harmonisation & teamwork Self-awareness & self-motivation

31 Happiness People with well-developed emotional skills are more likely to lead happy and productive lives and to master the habits of mind that will assure them personal and career success.

32 Test yourself online

33 Increase motivation Adopt positive Self talk Build an effective support network your A team Visualises an inspirational Mentor (real or fictitious) Create a condusive Enviroment (air, light, sound, visual images)

34 Further Information htm

35 Other links hmtgs/emotionjournalclub/2008nov/eide bate.pdf elfdev/emotintel.htm articles/developing%20emotional%20intel ligence.pdf /knowledge-solutions/understandingdeveloping-emotional-intelligence.pdf

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